Director - Talent Engagement & Diversity
High-impact learning leaders understand the importance of purposely identifying and developing high-potential managers and emerging leaders. Those with the right talent and who have been exposed to relevant experiences are exponentially more likely to deliver results. Businesses should begin their succession planning efforts by identifying and selecting leaders with a proven framework for assessment and development, helping them prepare for the next stage in their careers through targeted learning experiences.
As a primarily operationally driven organization, Air Canada has historically had traditional approaches to talent and retention – in recent years they have established a complete re-work of their culture and strategy for identifying and developing emerging leaders, moving them along the organization with efficiency and purpose.
This session will highlight how a prominent North American carrier , who aspires to be a global champion has reinvented themselves from a legacy organization and transformed every step of their talent blueprint including:
• Ensuring executive buy-in and developing the framework: what worked, what didn’t, and lessons learned
• Selecting and identifying the right emerging leaders amongst high-potentials
• Understanding strengths and weakness and cross-matching them with what is really important for each role